The Gender Equality Plan (Gleichstellunsgplan) is available online and addresses 10 specific goals*.
Data and Monitoring
The data on gender equality is monitored periodically and is published every two years and is available on: https://www.medunigraz.at/oes/oe-genderunit
A range of available information, trainings and workshops is available to educate all employees at the Medical University Graz on gender, diversity and anti-bias. Currently, the evaluation of career paths in academic positions is being revised regarding different academic biographies.
Equality-Related Human Resource Development
The international orientation of the Medical University of Graz strengthens openness and interest in other cultures, helps to adopt global perspectives and to use the potential of diverse approaches. Personnel and organizational development is also regarded as an important instrument to promote women (§ 41 UG).
The Medical University of Graz thus implements appropriate personnel, organizational, financial measures in the following areas:
a. Promotion of scientific achievements of women and young scientists
b. Elimination of still existing underrepresentation of women or men in a training or employment relationship in all functions and employment groups including management positions.
c. Further education and promotion of professional qualification of women.
d. Promotion of gender-mixed teams in all employment groups of the organizational units.
Gender and Diversity in Research
For the integration of gender and diversity dimensions in research projects a joint website is available for the Medical University of Graz and Graz University of Technology. This online platform supports researchers who are exploring options to implement sex, gender, and diversity dimensions in their research designs. The website offers information, ideas, and the possibility to read and register specific projects. Furthermore, the Medical University of Graz offers dedicated workshops to address gender and diversity issues in research.
Awareness, Working Groups, Empowerment
Several initiatives raise awareness among university staff and students and working groups on topics such as women’s advancement, networking, or compatibility of care responsibilities and work have been implemented. To create a supportive and beneficial work environment for female researchers there is a wide range of specific trainings, coaching, and research funding that is available through the GENDER:UNIT.
- Continuing education and career program in cooperation with other universities in Graz (Potenziale)
- Ongoing workshops and trainings (representation, leadership, work-life balance, etc.)
- Mobility scholarships and research grants (March 8 scholarship)
- Coaching for female scientists
- Coaching program for female executives (focus on leadership)
Reconciliation of Work and Family Life
A separate service unit covers the topics of childcare, dual career, and care of relatives. The Medical University of Graz is an active member of the Charter University and Family. There is a wide range of information, service and child care facilities (kinderCAMPUS).
The EU commission is committed to promote gender, diversity and equality issues within research and innovation: https://ec.europa.eu/info/research-and-innovation/strategy/strategy-2020-2024/democracy-and-citizens-rights/gender-equality-research-and-innovation_en. As a part of the Gender and Equality Strategy, research and higher education institutions who wish to participate in Horizon Europe, need a Gender Equality Plan (GEP).
* The 10 goals of the equality plan
Through the implementation of the Equality Plan, Med Uni Graz pursues the following strategic and operational goals:
1. Equal opportunities
Equality of opportunity is to be realized without distinction of gender, ethnicity, religion or belief, age or sexual orientation or disability.
2. Active gender equality
Med Uni Graz sets itself the goal of active gender equality at all levels in order to eliminate any disadvantages and to enable the highest possible degree of reconciliation of work and family/care duties for women and men to the same extent.
3. Implementation of equality standards
The equality standards serve to ensure gender-sensitive and non-discriminatory communication both internally and externally and regulate career entry and advancement as well as training and continuing education to achieving equal opportunities.
4. Gender mainstreaming and diversity management
Med Uni Graz applies the principles of gender mainstreaming and diversity management in all decision-making processes.
5. Promotion of women and elimination of underrepresentation
The advancement of women is essentially regulated in the women’s advancement plan of Med Uni Graz; however, since it is an immanent part of equality, essential principles are also to be anchored in this equality plan. In particular, Med Uni Graz aims to promote the scientific achievements of women and young scientists, to increase the proportion of women in professorships, leadership positions, lead of research projects, habilitations, and associate professorships. Any existing under-representation of women is to be eliminated in all organizational units, hierarchical levels, and in all functions and activities on the basis of uniform assessment criteria. In addition to measures to promote women, this also requires the consistent elimination of disadvantages.
6. Avoidance of discrimination
Discrimination on the basis of gender, ethnicity, religion or ideology, age, sexual orientation or on the basis of disability and/or chronic illness in connection with employment or studies must be avoided.
7. Improvements in the working environment
In order to create a humane and liveable working environment for all persons working at Med Uni Graz, the compatibility of studies/profession with family obligations is guaranteed. Likewise, the protection of dignity at the workplace, in particular (also preventive) action against sexual harassment at the workplace and mobbing, against harassment in connection with gender, ethnicity, religion or world view, age, sexual orientation or disability or chronic illness is guaranteed.
8. Executive competence in equality management
In order to achieve the equality objective, it is necessary for all managers to naturally adopt a non-discriminatory attitude and to be competent in equality management. Both, increased awareness and competence development for equality issues should thus be taken into account at all management levels.
9. Infrastructure and information
An adequate infrastructure for the realization of equality is to be ensured. Internal information and communication on the topic of equality is to be ensured and improved as an essential prerequisite for the active implementation of these contents by all persons working at the Med Uni Graz.
Transparency, objectivity, dialogue, and respect at all levels and in all areas shall be regarded as essential principles in the implementation of this equality plan and to actively counteract discrimination.